Behrooz Rezaeemanesh
Abstract
The aim of this study was to conduct a foresight analysis of the factors influencing the implementation of artificial intelligence in the provision of public services to citizens. The current research employed a mixed-methods approach. Methodologically, the study was based on Structural Self-Interaction ...
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The aim of this study was to conduct a foresight analysis of the factors influencing the implementation of artificial intelligence in the provision of public services to citizens. The current research employed a mixed-methods approach. Methodologically, the study was based on Structural Self-Interaction Matrix analysis within a strategic foresight framework, and in terms of its objective, it is classified as applied research. The statistical population consisted of 25 experts, including university faculty members and managers from governmental organizations, selected through purposive sampling. Data were collected through literature review, structured interviews, and a scoring questionnaire ranging from 0 to 3 according to the SSIM framework, and analyzed using the MICMAC software. The findings indicated that the adoption of a data-driven governance approach in public policy, the formulation of a clear national strategy for digital transformation and artificial intelligence, and the provision of sustainable financial resources for training and digital empowerment of staff were the most influential factors affecting the implementation of artificial intelligence in public service delivery. The results further revealed that these identified factors, by creating synergies among managerial, technological, and human structures, provide a foundation for enhancing the quality, transparency, and efficiency of public services.
Hosein Aslipour; Hosein Jamour; Maliheh Rabiei; Niloufar Mozafari
Abstract
Conflict of interest is considered one of the fundamental issues in the domains of law and management .The purpose of this research is to analyze the experiences of the country's executive bodies in the field of conflict of interest management regulation and to provide practical solutions for improving ...
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Conflict of interest is considered one of the fundamental issues in the domains of law and management .The purpose of this research is to analyze the experiences of the country's executive bodies in the field of conflict of interest management regulation and to provide practical solutions for improving the process of refining and approving the conflict of interest management bill. This research is qualitative in terms of methodology and applied in terms of objective. Using thematic analysis and conducting in-depth semi-structured interviews with 21 officials and senior experts in conflict of interest management in executive bodies, effective solutions for drafting and implementing the conflict of interest management law were identified. The interviews resulted in 2 overarching themes, 6 organizing themes, and 36 basic themes. Based on the findings, regulation in this area faces multiple challenges at three levels: a) legal (including the overlap of new regulations with previous laws and the lack of a comparative evaluation mechanism), b) institutional (including organizational conflict of interest in regulatory bodies and parallel institutionalization), and c) executive (including weak enforcement guarantees, failure to distinguish between conflict of interest management and unnecessary restrictions, and lack of independence of the supervisory body). Cases such as the necessity of avoiding unnecessary restrictions, overlapping and integration with subsequent existing laws, attention to structural (systemic) conflicts of interest, considering structural distinctions between service, production/economic organizations in conflict of interest management, and also the phased (experimental) implementation of the law, were among the proposals of the bodies to address the challenges.
somayeh Malekian fard; Tayebe Amirkhani
Abstract
Objective: This mixed-methods (qualitative-quantitative) study investigated the phenomenon of occupational regret within Iran’s home appliance industry, identifying its triggers, consequences, and coping strategies.Methods: The qualitative section employed a Grounded Theory (GT) approach with unstructured ...
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Objective: This mixed-methods (qualitative-quantitative) study investigated the phenomenon of occupational regret within Iran’s home appliance industry, identifying its triggers, consequences, and coping strategies.Methods: The qualitative section employed a Grounded Theory (GT) approach with unstructured interviews conducted with 25 employees. In the quantitative phase, 302 questionnaires were distributed via simple random sampling, and variable relationships were assessed using Structural Equation Modeling (SEM).Findings: The qualitative analysis identified incongruence between expectations and organizational realities as the central category. Factors such as poor organization, a hierarchical culture, and inappropriate managerial behavior were highlighted as primary triggers for regret. The quantitative findings confirmed a direct and significant relationship between occupational regret and consequences like reduced motivation and job satisfaction.Conclusion: The results provide an analytical tool for managers to prevent the negative outcomes of occupational regret and foster a better work environment by focusing on the reform of structural and organizational factors.
mahsa akbari; Ali Mouseli
Abstract
Budgeting in Iran’s health system, due to the involvement of multiple institutions and the absence of effective coordinating mechanisms, faces deficiencies that undermine the system’s efficiency and financial sustainability. Drawing on public governance literature and the perspectives of ...
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Budgeting in Iran’s health system, due to the involvement of multiple institutions and the absence of effective coordinating mechanisms, faces deficiencies that undermine the system’s efficiency and financial sustainability. Drawing on public governance literature and the perspectives of network and financial governance, the budget is not the outcome of a single authority’s decision; rather, it results from interaction and bargaining among the Ministry of Health, the Plan and Budget Organization, basic insurance funds, and other relevant stakeholders. This study adopts a documentary–analytical design using a framework-based document analysis approach. Accordingly, official and policy documents related to Iran’s health budgeting and planning for the period 2015–2025, along with 32 scientific studies published in the same timeframe, were reviewed. Findings were interpreted through the lens of network governance, the World Health Organization’s (WHO) principles of financial governance, and the Public Expenditure and Financial Accountability (PEFA) framework.The findings indicate that three structural deficiencies are most influential in producing persistent inefficiencies: first, a gap between development plans and actual budget allocations, such that health policy objectives are not reflected in budget formulation and approval stages; second, conflicts among the institutional logics of decision-making bodies, leading to inconsistency in needs assessment, priority setting, and resource forecasting; and third, fragmented health financing and increasing reliance on unstable revenue sources, which weaken sustainability and medium-term planning capacity. These patterns are inconsistent with desirable financial governance principles, including transparency, institutional coordination, accountability, and linkage between budgeting and health outcomes.In conclusion, the core challenge of health budgeting in Iran is institutional rather than merely technical. It stems from the lack of horizontal coordination mechanisms, the absence of shared criteria for needs assessment, and shortcomings in tracking resource flows. The study suggests that improving health budget governance requires reforming inter-institutional interaction mechanisms and strengthening transparency and accountability across the entire financial cycle.
Ali Omidi
Abstract
Objective: Human resource branding behaviors mean the manifestation of specific and distinctive characteristics of a brand's personality through the behaviors of its employees and human resources, in such a way that the way employees interact and communicate with customers, the unique characteristics ...
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Objective: Human resource branding behaviors mean the manifestation of specific and distinctive characteristics of a brand's personality through the behaviors of its employees and human resources, in such a way that the way employees interact and communicate with customers, the unique characteristics of the brand, the attitude of managers, and the organization's customer-oriented strategies are conveyed to the audience. Therefore, the main objective of the present study is to prepare a fuzzy map to analyze and identify the factors affecting human resource branding behaviors.Method: This research is applied in terms of purpose and survey and exploratory in terms of data collection method. The research approach is a combination of deductive and inductive methods. The statistical population includes 20 management professors and human resource managers of organizations who have been selected purposefully and using the snowball method. The data collection tool includes interviews in the qualitative section and questionnaires in the quantitative section. The validity of the instruments was confirmed through content validity and intra-coder reliability (for interviews) and test-retest reliability (for questionnaires). Data analysis was performed using content analysis and coding (in the qualitative part) and fuzzy mapping analysis (FCM) in the quantitative part.Findings and results: Human resource branding behaviors are influenced by inspirational leadership, brand-oriented organizational culture, and training, which improve organizational performance and strengthen brand image. These behaviors lead to increased customer satisfaction and loyalty, improved brand equity, and sustainable competitive advantage. Therefore, developing these factors in organizations is essential to achieve brand goals and maintain competitive position.
Hamidreza Ghasemi Banabari; Ensieh Godarzi
Abstract
Tax incomes, as an important source of income in securing the country's budget, have always been of interest to policymakers and public managers. These incomes are collected in two ways: direct and indirect taxes, according to a set of specific laws and regulations. In Iran, the National Tax Affairs ...
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Tax incomes, as an important source of income in securing the country's budget, have always been of interest to policymakers and public managers. These incomes are collected in two ways: direct and indirect taxes, according to a set of specific laws and regulations. In Iran, the National Tax Affairs Organization, and specifically the General Tax Affairs Departments, are responsible for realizing tax revenues. However, the main issue in tax collection is the various challenges in this area, especially organizational challenges, or in other words, the challenges of how tax auditors collect taxes. For this reason, this study was written with the aim of identifying the organizational challenges of tax auditors in tax collection. The statistical population of the study consists of the tax affairs departments of Tehran city and province with 10 general departments. This study is qualitative research in terms of method. For this purpose, with regard to the qualitative content analysis approach and by conducting semi-structured interviews, the themes of the study were identified. The results indicate that the organizational challenges facing tax auditors in tax collection are divided into three categories: tax process management challenges, human resource management, and technology management and governance. Finally, suggestions were presented to address these challenges.
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